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BAMBANG SATRIAWAN

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Author-ID : 1229670

Religion Agriculture, Biological Sciences & Forestry Arts Humanities Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Energy Engineering Environmental Science Health Professions Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Social Sciences Other

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Evaluation of Social Protection Programs to Improve the Welfare of Indonesian Migrant Workers Deported from Malaysia at the Rumah Perlindungan Trauma Center (RPTC) Tanjungpinang, Riau Islands Province Eddy Riyanto Oemar Husein; Bambang Satriawan; Nolla Puspita Dewi
International Journal of Management Research and Economics Vol. 2 No. 4 (2024): November : International Journal of Management Research and Economics
Publisher : Institut Teknologi dan Bisnis (ITB) Semarang

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54066/ijmre-itb.v2i4.2407

This study aims to evaluate social protection programs to improve the welfare of Indonesian Migrant Workers who are deported from Malaysia who are then provided with social protection services starting from pick-up, shelter at RPTC to repatriation to the area of origin. From the CIPP evaluation model used in this study, it was found: Context evaluation, social protection for migrant workers at RPTC is a crucial step in efforts to improve their welfare. Input evaluation, evaluation of the inputs that have been provided for the social protection of PMI at RPTC aims to measure the extent to which existing resources have been optimally utilized in improving the welfare of PMI which includes human resources, budget, facilities, policies, partnerships and information and data. In the Process Evaluation, researchers focus on activities or agendas that will or have been carried out by RPTC officers/employees. in this case the author found several processes of implementing the agenda, assisting personnel and the supervision process, namely by interviewing, validating the process and filling out questionnaires. Evaluation of results (product) is used to determine what decisions will be made next, the researcher concluded several interviews that said that this social protection service could improve the welfare of Indonesian Migrant Worker.

THE INFLUENCE OF COMPETENCE, KNOWLEDGE, AND INCENTIVES ON THE PERFORMANCE OF POSYANDU CADRES IN THE BATU 10 PUBLIC HEALTH CENTER AREA THROUGH INTRINSIC MOTIVATION AS AN INTERVENING VARIABLE Kemistia Eva; Bambang Satriawan; Ana Faizah
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 5 No. 5 (2025): October
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v5i5.3970

Batu 10, one of the community health centers in Tanjungpinang City, currently has 135 cadres. Despite its large work scope, the number of Posyandu cadres is insufficient to meet the community's health service needs. Some cadres also serve as elderly health cadres, requiring them to handle more than one service desk. This results in an excessive workload and reduces the quality of service provided. This study used a quantitative method with a descriptive quantitative approach. The conclusion of this study is that competence, knowledge, and incentives significantly influence intrinsic motivation. Competence, incentives, intrinsic motivation, and competence also significantly influence performance, but knowledge does not. Intrinsic motivation cannot mediate the influence of competence, knowledge, or incentives on performance.

JOB PLACEMENT, TRANSFORMATIONAL LEADERSHIP, AND ORGANIZATIONAL CULTURE ON JOB SATISFACTION OF MILLENNIAL EMPLOYEES AT THE UNIVERSITY OF GRIYA PERSADA MEDIATED THROUGH WORK MOTIVATION AS AN INTERVENING VARIABLE Naseha Elkrima; Bambang Satriawan; Nurhatisyah
International Journal of Economic, Business, Accounting, Agriculture Management and Sharia Administration (IJEBAS) Vol. 5 No. 5 (2025): October
Publisher : CV. Radja Publika

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijebas.v5i5.3971

The shift in human resource management (HRM) paradigms and organizational strategies has become increasingly important in the era of globalization, especially with the growing dominance of the millennial generation in the workforce. One of the main challenges faced by organizations today is the gap between the expectations and realities experienced by millennial employees in the workplace, particularly regarding fairness, communication, and opportunities for personal development. This study aims to examine the influence of job placement, transformational leadership, and organizational culture on job satisfaction among millennial employees at Universitas Griya Persada, with work motivation serving as a mediating variable. This research adopts a quantitative approach by distributing online questionnaires to non-academic millennial employees. The data were analyzed using Structural Equation Modeling (SEM). The results show that transformational leadership and organizational culture have a positive and significant direct influence on job satisfaction. Meanwhile, job placement does not have a significant direct effect but shows a significant indirect influence through work motivation. Furthermore, work motivation itself was found to have a positive and significant impact on job satisfaction and mediates the relationship between the independent variables and job satisfaction. These findings highlight the importance of applying an inspirational leadership style, fostering an inclusive organizational culture, and ensuring proper job placement that aligns with employees’ competencies and aspirations to enhance job satisfaction among millennials. This study offers practical insights for developing HRM strategies that are aligned with the values and characteristics of the millennial generation, particularly within the context of higher education institutions.

THE INFLUENCE OF COMPETENCE, WORK ENVIRONMENT, AND JOB STRESS ON ORGANIZATIONAL COMMITMENT OF EMPLOYEES IN THE SERVICE OF WOMEN'S EMPOWERMENT CHILD PROTECTION POPULATION CONTROL AND FAMILY PLANNING IN RIAU ISLANDS PROVINCE WITH JOB SATISFACTION AS AN INTE Syarifah Fatimah; Bambang Satriawan; Nolla Puspita Dewi
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 4 No. 5 (2024): September
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v4i5.1924

This study aims to examine the influence of competence, work environment and work stress on organizational commitment of employees of the women's empowerment service, child protection, population control and family planning, Riau Islands province with job satisfaction as an intervening variable. The analysis used in this research is parametric and non-parametric statistics. parametric using SEM-PLS (Structural Equation Modeling-Partial Least Square) The results of this research on direct relationships found that Competence has a negative and insignificant effect on organizational commitment, the work environment has a positive and insignificant effect on organizational commitment, Job stress has a positive and not significant to organizational commitment, Competence has a positive and significant effect on job satisfaction, Work environment has a positive and significant effect on job satisfaction, Job stress has a negative and not significant effect on job satisfaction, Job satisfaction has a positive and significant effect on organizational commitment, in testing the relationship hypothesis It was indirectly found that Competence had a significant positive effect on Organizational Commitment with job satisfaction as an intervening variable, Work environment had a significant positive effect on Organizational Commitment with job satisfaction as an intervening variable, Job stress had a negative and insignificant effect on employee Organizational Commitment with job satisfaction as an intervening variable

THE EFFECT OF WORK STRESS, TRAINING, AND COMPETENCE ON PERFORMANCE OF KARIMUN POLICE PERSONNEL, RIAU ISLANDS REGIONAL POLICE, WITH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE Ulfa; Bambang Satriawan; Nolla Puspita Dewi
International Journal of Educational Review, Law And Social Sciences (IJERLAS) Vol. 4 No. 5 (2024): September
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijerlas.v4i5.1952

Human resources are the driving force of an organization. Without human resources, the organization will not be able to carry out the process of growing and moving. Human resources are so important for the survival of the organization that there must be special treatment carried out by managers and stakeholders of the organization to be able to carry out good empowerment so that human resources in the organization can provide optimal performance for the survival of the organization. Employee performance is the work results in terms of quality and quantity achieved by an employee in carrying out his/her civil servant duties in accordance with the responsibilities given to him/her. Therefore, it can be said that human resource performance is the achievement or work results in terms of quality and quantity achieved by employees in a certain period. research variables are attributes or characteristics or aspects of people or objects that have certain variations that are determined by researchers to be studied and conclusions drawn. Meanwhile, according to Kerlinger. variables are characteristics that can have various values. Furthermore, it is stated that variables are symbols that have values in the form of numbers. So variables are symptoms or characteristics of an object that have variations or values that are different from other objects that are the focus of researchers to observe.

THE INFLUENCE OF MANAGEMENT FUNCTIONS ON COMMUNITY SATISFACTION THROUGH SERVICE QUALITY FOR DISTRIBUTION OF 3 KG ELPIJI GAS SUBSIDIES FOR COMMUNITY MARKETS IN TANJUNG PINANG CITY Rahma; Indrayani; Bambang Satriawan; Mohamad Gita Indrawan; Muammar Khaddafi
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 2 No. 2 (2023): JANUARY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v2i2.138

This study aims to determine the influence of planning, organizing, actuating and controlling management functions on community satisfaction and service quality. The hypothesis proposed is that Planing affects community satisfaction, Organizing influences Community satisfaction, Actuating affects Community Satisfaction, Controlling affects Community satisfaction, Planning influences Service Quality, Organizing influences Service Quality, Actuating affects Service Quality, Controlling affects Service Quality Service Quality affects Community Satisfaction, Planning influences Community Satisfaction through Service Quality, Organizing Affects Community Satisfaction through Service Quality, Actuating influences Community Satisfaction through Service Quality, Controlling affects community satisfaction through service quality. The sample in this study was all Tanjungpinang city residents who held the Puan Molek card with a total of 199 respondents. The data obtained were analyzed using data analysis techniques with PLS software tools. The results of the study show that planning has a significant positive effect on service quality. Organizing has a significant positive effect on Service Quality. Actuacting has a significant positive effect on quality. controlling influenceService qualitysignificant positive. Planning has no significant positive effect on community satisfaction. Organizingaffect Community satisfaction significantly positive. Actuating has a significant positive effect on Community Satisfaction. Controlling Affects Community Satisfaction Positively Not Significantly, Planning for Community Satisfaction through Service quality is Positively Significant. Organizing community satisfaction through significant positive service quality. Actuating community satisfaction through significant positive service quality, controlling community satisfaction through significant positive service quality.

THE EFFECT OF PROFITABILITY, LEVERAGE AND PUBLIC SHARE OWNERSHIP ON CORPORATE SOCIAL RESPONSIBILITY DISCLOSURE WITH THE BOARD OF COMMISSIONERS AS A MODERATING VARIABLE IN MINING SECTOR COMPANIES LISTED ON THE INDONESIA STOCK EXCHANGE 2019–2021 Novia Riani; Fachrudin; Bambang Satriawan; Chablullah Wibisono; Irfan
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 2 No. 3 (2023): FEBRUARY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/ijset.v2i3.141

This study aims to analyze the effect of profitability, leverage and public share ownership on corporate social responsibility disclosure with the board of commissioners as moderating variables in mining companies listed on the IDX in 2019-2021. The population in this study amounted to 31 mining companies. The sample selection method used purposive sampling technique. The type of data used is secondary data with data analysis techniques used, namely panel data regression analysis with multiple linear regression tests using Eviews software. The results show that Profitability has a positive and significant effect on Corporate Social Responsibility Disclosure, Leverage has a negative and significant effect on Corporate Social Responsibility Disclosure,

THE EFFECT OF COMPENSATION, WORKLOAD AND ORGANIZATIONAL COMMITMENT ON THE PERFORMANCE OF NON-ASN STATE HIGH SCHOOL TEACHERS IN BATAMCITY WITH ACHIEVEMENT MOTIVATION AS AN INTERVENING VARIABLE Sri Rahayu; Bambang Satriawan; Nolla Puspita Dewi
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 2 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i2.3822

This study aims to analyze the effect of compensation, workload, and organizational commitment on the performance of non-ASN state high school teachers in Batam City, with achievement motivation as an intervening variable. The background of the study is based on the phenomenon of low performance of some non-ASN teachers as indicated by the increasing proportion of performance assessments in the "sufficient" category from 24.0% in 2023 to 29.5% in 2024, which is thought to be influenced by low compensation, high workload, and weak organizational commitment. This study uses a quantitative approach with an explanatory research method. The study population was all 359 non-ASN state high school teachers in Batam City, using a saturated sampling technique. Primary data were collected through a Likert-scale questionnaire, while secondary data were obtained from official documents of the Riau Islands Provincial Education Office. Data analysis was carried out using Structural Equation Modeling based on Partial Least Squares (SEM-PLS) to test the direct and indirect effects between variables. The results showed that compensation had a positive and significant effect on teacher performance and achievement motivation. Workload had a negative effect on performance, but not significant on achievement motivation. Organizational commitment has a positive and significant effect on performance and achievement motivation. Achievement motivation has a positive and significant effect on performance, while also mediating the relationship between compensation and organizational commitment on performance. However, achievement motivation does not mediate the effect of workload on performance. The implications of this study are the need for policies to increase appropriate compensation, manage proportional workloads, and strengthen organizational commitment to improve achievement motivation and the performance of non-civil servant teachers. This study is expected to serve as a reference for the Riau Islands Provincial Education Office in formulating human resource management policies in the education sector.

THE INFLUENCE OF COMPETENCY, JOB PLACEMENT AND ORGANIZATIONAL SUPPORT ON EMPLOYEE PERFORMANCE AT BPBD ANAMBAS REGENCY WITH JOB SATISFACTION AS AN INTERVENING VARIABLE Iswarijaya; Bambang Satriawan; Mohd. Gita Indrawan
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 2 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i2.3895

The increasing frequency and complexity of disasters in Indonesia, with an average annual increase of 15%, requires Regional Disaster Management Agencies (BPBD) to have optimal human resource capacity. BPBD Anambas Regency faces significant challenges including 40% of employees lacking disaster management certification, 35% job placement mismatches, and performance evaluation conducted only once annually instead of the required four times. This study aims to analyze the influence of competency, job placement, and organizational support on employee performance with job satisfaction as an intervening variable at BPBD Anambas Regency. The research employed a quantitative descriptive design using saturated sampling technique with all 159 employees as respondents. Data were collected through structured questionnaires with 5-point Likert scale and analyzed using PLS-SEM through SmartPLS software. The results demonstrate that competency significantly influences job satisfaction (β=0.154, p<0.05) and employee performance (β=0.341, p<0.001), job placement significantly affects both job satisfaction (β=0.337, p<0.001) and employee performance (β=0.275, p<0.05), while organizational support significantly influences job satisfaction (β=0.405, p<0.001) but not employee performance directly. Job satisfaction significantly mediates the relationship between competency and performance (β=0.094, p<0.05) and between job placement and performance (β=0.101, p<0.05). The study concludes that job placement has the strongest direct effect on performance, while organizational support primarily influences performance through job satisfaction mediation, suggesting that BPBD Anambas Regency should prioritize strategic job placement and competency development while maintaining organizational support to enhance disaster management effectiveness.

THE EFFECT OF INTEGRITY, WORKLOAD, AND COMPETENCE ON THE PERFORMANCE OF BOS FUND MANAGERS OF STATE HIGH SCHOOL AND VOCATIONAL SCHOOL IN BATAM CITY WITH ORGANIZATIONAL COMMITMENT AS AN INTERVENING VARIABLE Astri Dhanarizki; Bambang Satriawan; Sri Yanti
Multidiciplinary Output Research For Actual and International Issue (MORFAI) Vol. 5 No. 3 (2025): Multidiciplinary Output Research For Actual and International Issue
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.54443/morfai.v5i3.4156

This study aims to analyze the influence of integrity, workload, and competence on the performance of School Operational Assistance (BOS) Fund managers at public senior high schools (SMA) and vocational high schools (SMK) in Batam City, with organizational commitment as an intervening variable. The research method used is a quantitative method with a survey approach. The study population includes all BOS Fund managers at public senior high schools (SMA) and vocational high schools (SMK) in Batam City, while the sample was determined using a purposive sampling technique. Data collection was carried out through a questionnaire that has been tested for validity and reliability. Data analysis used a structural equation model (SEM) based on Partial Least Squares (PLS) to test the direct and indirect effects between variables. The results show that integrity, workload, and competence have a significant effect on performance, both directly and through organizational commitment. This finding implies that increasing integrity, proportional workload management, and developing the competence of BOS Fund managers can improve their performance, especially if supported by strong organizational commitment.

Co-Authors Ade Rahmah Adi Budiarso Adinda Purnama Sari Ady Hermawan Afrinanda Ali Sarpudin Ana Faizah Angelina E. Rumengan Armen Astri Dhanarizki Basri Basri Cablullah Wibisono Chablullah Wibisono Chabullah Wibisono Deddy Surachmad Desi Asmanianti Dewi, Nolla Puspita Eddy Riyanto Oemar Husein Eko Prihananto Ely Kurniawati Erick Santana Erik Mario Sihotang Etty Sri Wahyuni Fachrudin Giantoro Rudiman Herbert Manurung Hijliansyah Marbun I Wayan Catra Yasa Indrayani Indriyani Ira Wardeni Isdawati Iswarijaya John Friadi Kemistia Eva M. Sigid Safarudin Mercy Reyne Marlina Tirayoh MMSI Irfan ,S. Kom Mohamad Gita Indrawan Mohd. Gita Indrawan Muammar Khaddafi Muhammad Fais Fahmi Muhammad Fajar Erdiawan Muhammad Febrian Ramadhan Muhammad Gita Indrawan Naseha Elkrima Ngaliman, Ngaliman Novia Riani Nurhatisyah Nurhatisyah Nurhatisyah R.A. Widyanti Diah Lestari Rahma Rizki Hidayat Robin Robin Robin Rusli SRI RAHAYU Sri Yanti Sri Yanti SUPRIYONO Syahrianis Syahrianis Syarifah Fatimah Ulfa Wahyu Wahyudin Wilia Octadina Windayati, Diana Titik Yeni Ardianti Yuliansyah Yuliansyah

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